Let’s start off 2017 with our annual reveal of the year’s trends! This series will go beyond buzzwords to locate and analyse the weak signals that are disrupting Human Resources and work in general. We’ve identified 12 trends that streamline HR processes, and have broken them up into four complementary groups for you. Here’s what you can expect for 2017: working experience, AI, freelancers, an exclusive marketplace, and unique profiles. We promise we won’t just be throwing catchwords like “uberisation”, “disruption”, or “Cloud” around.


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Read part 1: Work as an Experience, Felxibility & Office Management

Read part 2: Freelancers, Continuous Conversation & LaaS

Read part 3: Sourcing, Diverse Profiles & AI


#10 – Shaping liquid platforms and custom-made experiences thanks to APIs

It’s almost impossible to find a platform that meets all of a company’s requirements. To create such platforms, one can either associate different platforms (coopetition, collaborative competition) or create a customised experience using APIs. The Cloud then paves the way for sharing data among different platforms and helps users make the best use of each platform’s features.

Here at Talentsoft, we consider HRIS (Human Resources Information System) a marketplace where companies can plug relevant platforms.

#11 – Conceiving HR platforms as the one-stop shops for everyday productivity apps

APIs allow users to centralise different applications on a single platform. This phenomenon can be found in Enterprise Social Networks and company chat applications (Slack, Skype, Workplace by Facebook, etc.), and with applications that manage time tracking, task management, employee advocacy, and more. What’s difficult here is to centralise all this data in a single HR platform and process the data created by employees.

#12 – Developing complementary mobile apps & responsive sites

Service developers now consider mobile applications their holy grail. However, not all available applications are meant to be stand-alone apps, as applications mirror the experience of a responsive website. For example, some apps have difficulty reproducing the features of a website, or cannot be used offline.

Mobile applications and responsive websites thus complement each other, with the latter being more suitable for certain uses.

Imagine a mobile app that only lists vacancies and allows potential candidates to apply with a single click via their LinkedIn profile. This could complement a company’s responsive career website and provide more details about the company, its employees’ daily routines, and its teams.

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[Ebook] Why Recruitment Marketing Makes a Difference

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